Relationship Between the Cultivation and Incentive Mechanism of Senior Educational Talents

The attraction and mobility of senior educational talents hinge on the talent cultivation and incentive mechanism of various enterprises. If the mechanism is imperfect, the talents will be less active and creative in work, and the enterprises will underperform in the long term. This paper combines literature review, questionnaire survey, and mathematical analysis to summarize the current situation of the cultivation and incentive mechanism of senior educational talents in an enterprise in a region, and analyze the defects of the existing mechanism. The results show that: the senior educational talents have not received sufficient compensations or incentive measures; the employees do not have a smooth promotion channel; the enterprise fails to issue clear and innovative reward policies. To address these defects, this paper proposes improvement measures and optimization schemes: To boost the enthusiasm and creativity of employees in work, the enterprises should give full play to the personal values of senior educational talents, strive to introduce more excellent talents, and establish a sound salary distribution system and reasonable promotion polices. The research results lay a theoretical basis for enterprises to cultivate and absorb the necessary senior educational talents.

Performance-based salary distribution ratio in clinical departments of public hospitals based on improved DEA method

Performance-based salary distribution is one of the important contents of modern hospital management system. In general, the distribution of performance salary in public hospitals of China can be divided into two stages: one is from hospitals to departments, the other is from departments to individuals. It is of great significance to improve the performance-based salary distribution system in clinical departments of public hospital, which is beneficial to ensure the public nature, motivate hospital staff to work hard, and raise public healthcare service quality. Therefore, this paper focuses on the issue of performance-based salary distribution in clinical departments of public hospital, adopts super-efficiency DEA model to evaluate the performance of each clinical department, introduces a new utility function for processing the original values of DEA efficient DMUs in order to encourage more clinical departments to pursue higher performance, and finally verifies the comprehensive model by empirical analysis. The result of empirical analysis shows that the performance of DMU7 is highest with an efficiency value of 1.53, followed by DMU3, DMU8, and DMU1. The efficiency value of DMU9 is lowest in all clinical departments.

Task-specific human capital and returns to specialization: evidence from association football

This paper analyses returns to task specialization using a unique panel data set of professional football players in the German Bundesliga. Based on accumulated task-specific human capital, I measure whether a player is rather a specialist in one task or a generalist able to perform several tasks. Using OLS, fixed effects, and quantile regression methods (with individual fixed effects), I analyse the impact of specialization on remuneration. Differentiating by player role in team production, I find that core team members, i.e. starting players, exhibit positive returns to specialization, which increase at higher salary quantiles. In contrast, substitutes, in particular those in the lower half of the conditional salary distribution, seem to benefit from being generalists, which renders them more attractive as substitute players for their teams. The paper discusses implications of the findings for other labour market contexts.

Employee Turnover Intention of SMEs: A Case Study in China

Through the empirical analysis and test of 2106 valid questionnaires of employees of small and medium enterprises(SMEs) in China, the article presents the influence mechanism of the sense of fairness of salary distribution on employees' turnover intention based on the cross angle of internal and external factors. The theory of organizational commitment and perception of external job opportunities was introduced and applied AMOS 22.0 to conduct confirmatory factor analysis on the scale. Then applies SPSS 23.0 to establish a hierarchical linear regression model to analyze the impact of the fairness of salary distribution on turnover intention and analyze organizational commitment and the mediating and regulating role of external job opportunities. The results indicate that the sense of fairness in salary distribution and organizational commitment can effectively reduce employees' turnover intention, and employees' perceived external job opportunities moderate this inhibition.

Corporate Sustainability and CEO–Employee Pay Gap—Buster or Booster?

There is a general agreement that extensive remuneration gaps may cause pressing environmental, social, and economic problems. Thus, a critical question to be answered is what is the effect of being at the forefront of corporate sustainability on the CEO–employee pay gap. This paper addresses the question by examining empirical evidence from 415 constituents of the S&P 1500 index over the years 2006–2016. For the above period, we found a positive relationship between a strong commitment to sustainable development at the firm level and the CEO–employee pay differential. Additionally, firms characterized by higher performance, growth potential, and financial robustness constituted more dispersed salary distribution environments. The findings also suggest that CEO gender has a significant effect on the pay gap with a moderating influence of female CEOs. The paper contributes to the literature by shedding additional light on the urgent need for the implementation of a limit capping the CEO–worker pay ratio at a certain, responsible level as one of screening criteria used by sustainability ranking providers. Furthermore, it also shows that leading corporations in the area of sustainability do not implement any serious solutions in the above area on their own accord.

SISTEM PENGGAJIAN TERHADAP PENGENDALIAN INTERN DI RUMAH SAKIT PANTI NIRMALA MALANG

Accurate information is a major requirement for management in carrying out all activities related to achieving the stated goals. This information has an important role in the process of controlling and making decisions on the company's operations that have been and will be carried out, so that it can be said that the success of management depends on the information and whether information is owned accurately. Internal payroll system for good payroll is expected later ease the burden of payroll, so that it can be used as a monitoring tool for the company. Therefore, in a company there needs to be an adequate payroll system and procedure which includes recording time attendance, recording working time, making payroll, making procedures for proof of cash out, salary distribution procedures and procedures for payment of wages in which the implementation is an internal control. The results of the study explained that payroll accounting systems, payroll systems, payroll procedures and organizational structure simultaneously affect internal control of the Pirm Nirmala Hospital and partially each payroll accounting system, payroll system, payroll procedure, and organizational structure also very influential for control intern of Panti Nirmala Hospital Malang. Keywords: Payroll accounting system, Payroll system, Payroll procedure Organizational structure and Internal control